Strategies for Unlocking Knowledge Management in Microsoft 365 in the Copilot...
Pay Equity // Gender Wage Gap
1. Gender Wage Gap
Pay Equity in Ontario
Natasha C Dunn,
Jessica Lee,
Chantelina Phillips
2. issue // topic // purpose
• Pay equity: equal pay for equal value
work performed.
• The wage gap between a man and a
woman’s income is still a relevant issue
in Canadian society.
• Affects all jobs, education levels, and
demographics
3. Quick Facts
• Women take home an average of 29%
less than men doing the same job.
(71 cents to every dollar!)
• Racial minority 36% less
• Aboriginal 54% less
• 2/3 minimum wage earners = women
4. issue // topic // purpose
• Pay Equity is THE LAW.
• This is an issue of Human Rights.
• This is an issue of discrimination.
5. Background
• The Women’s Movement, 1971
• Negotiation of salaries
• Women’s work viewed as unnecessary
• Canadian Human Rights Act, section 11
/Equal Wages Guideline, 1986
• Employment Standards Act, 2000
Gloria Steinem and Dorothy Pitman Hughes, circa 1970
7. Average
Earnings 1997-2006
earnings
by sex and
work
pattern
All earners
All earners
Year Women Men
$ constant 2006
1997 24,300 39,300
1998 25,400 40,400
1999 25,800 41,200
2000 26,300 42,500
2001 26,400 42,400
2002 26,700 42,500
2003 26,400 41,900
2004 26,700 42,100
2005 27,300 42,700
2006 27,700 42,900
Note: Data before 1996 are drawn from Survey of Consumer Finances (SCF) and data since 1996
are taken from the Survey of Labour and Income Dynamics (SLID). The surveys use different
definitions, and as a result the number of people working full-year full-time in the SLID is smaller
than in the SCF.
Source: Statistics Canada, CANSIM, table 202-0102.
Last modified: 2008-08-25.
8. Current Status
• Glass Ceiling - invisible barrier that prevents individuals from
achieving elevated job positions in the workforce due to gender, race, or
ethnicity.
• According to “The U.S. Bureau of Labour Statistics” from a 2004 study,
women’s median weekly earnings are on average 80% of a male’s
earnings.
• “A New Psychology of Women: Gender, Culture and
Ethnicity” (H.M.Lips)
• “Higher levels of education increase women’s earnings, just as they do for
men...However, there is no evidence that the gender gap in wages closes at
higher levels of education. If anything, the reverse is true: at the very highest
levels of education, the gap is at its largest.”
9. Current Status
• 2007, Legislative Assembly of Ontario Bill passed to amend the Human
Rights Code for respecting gender identity.
• Bill protects gender discrepancy against goods and services,
accommodations, contracting, employment, and membership but
leaves out wages.
• Statistics Canada: On average men and women’s wages have increased
at the same rate & still shows gap.
• 2008: of 7,389.3 men: avg. wage/hour = $23.47
• 2008: of 7,225.9 women: avg. wage/hour = $19.78
10. Avg. hourly wages of employee by selected characteristics and
profession, unadjusted data, by province (monthly)
October 2007 October 2008 Oct ‘07-’08
# of average # of average % change
Canada employees hourly employees hourly in hourly
(000’s) wage ($) (000’s) wage ($) wage
Men 7,287.9 $22.49 7,389.3 $23.47 4.4
Women 7,122.8 $18.95 7,225.9 $19.78 4.4
Full-Time 11,775.2 $22.14 11,902.3 $23.13 4.5
Part-Time 2,635.5 $14.52 2,712.9 $15.11 4.1
11. Current Status
• Standard of Living is increasing
• Demands both partners into the workforce
• The fight for Women’s Rights continues...
• prohibition of discrimination in employment policies (gender/
marital status),
• affirmative action,
• equal pay for work of equal value,
• parental leave & benefits,
• adequate day care facilities,
• health & safety,
• protection against sexual harassment in the workplace
12. Current Status
• 61% of 2-parent families both work full-time (1992)
• cost of living, children, maintain home
• wage discrepancy had not been equalized
• MAJOR CHANGES TO SOCIETY NEEDED
• (labour force = men’s work // home = women’s work)
13. Example: Pay equity comparison between
female & male job classes of comparable value
Secretary Value & Job Rate Shipper/Receiver Value & Job Rate
Skill 25 Skill 18
Effort 13 Effort 15
Responsibility 32 Responsibility 25
Working Conditions 5 Working Conditions 15
Job Value 75 Job Value 73
Job Rate Before P.E. $13.75 / hr
Job Rate $15.00 / hr
Job Rate After P.E. $15.00 / hr
14. Key Considerations
• Knowledge of gap • Changes:
• Women-headed households • Gap closing: 36% to 29%
(single-parent)
• International Women’s Day
• Part-time, Minimum Wage (March 8)
• Labour trends: maternity, child • Family Day
care, care for elderly
• Parental leave
• International agenda:
UN Millennium Goals
15. Options
• Enforce Pay Equity Act (equal pay for work of equal
value)
• particularly in non-unionized sector
• Minimum Wage increase to $10.00
• Gender-neutral job evaluation
• Government funding to Pay Equity Organizations
• Government funding for pay equity adjustments,
women’s research
16. Conclusions
• In the past 20 years gap has closed from
36% to 29%
• Women in poverty
• Minimum wage increase
• Elimination of the glass ceiling
• Re-visit Pay Equity Act
• Government funding for women’s issues
and research
18. Discussion
• knowledge about this issue?
• union vs. non-union?
• government responsible?
What you can do
research how you vote, write the government,
contribute to organizations, demand equal pay.
men: be allies for the women in your life
